We often think of workplaces as places where we simply finish our tasks and head home. But today’s workplace is far more dynamic. Companies are increasingly prioritizing diversity, equity, and inclusion (DEI) initiatives, strengthening employee engagement, fostering talent development, and building stronger community connections.
This is where Employee Resource Groups (ERGs) come in. ERGs are voluntary, employee-led groups that help people feel included and supported at work. They usually bring together employees who share something in common like a background, culture, identity, or life experience. For example, ERGs may support people of color, LGBTQIA+ employees, or those with disabilities. These groups give employees a space to connect, share, and grow together.
The idea of ERGs goes back to the 1960s, when Black employees at Xerox Corporation formed groups to address racial tensions at work. Since then, ERGs have come a long way. Today, they’re more relevant than ever, as issues of gender equality, personal identity, and workplace culture affect employees everywhere.
Today, nearly 90% of Fortune 500 companies have ERGs, and many Great Place to Work® Certified organizations such as Ernst & Young, KPMG, Zillow, and AT&T, actively support them. That’s because ERGs have evolved into important drivers of inclusion and engagement.
So, how are ERGs shaping today’s workplaces, and what new roles are they taking on? Let’s dive in.
Types of ERGs
Before we talk about the benefits of ERGs, it’s important to understand the basics and the different types that exist.
Diversity-based ERGs focus on supporting employees from specific demographic groups such as women, people of color, LGBTQ+ employees, or veterans. These groups aim to create a more inclusive workplace by addressing the unique challenges their members face and advocating for their needs.
Affinity ERGs are formed around shared interests or common goals. These could include hobbies, cultural connections, or professional growth. They often organize activities or initiatives that reflect their interests, helping employees collaborate and build stronger relationships. For example, Amazon’s Affinity Groups bring together diverse communities, including women in engineering, people with disabilities, and body-positive peers.
Cross-functional ERGs bring together employees from different departments or job functions who share a common purpose. These groups create opportunities to exchange knowledge, spark new ideas, and encourage innovation across the organization. For instance, a Sustainability ERG might involve employees from product development, operations, and marketing working together on eco-friendly initiatives.
How ERGs benefit the workplace
Here are some of the main ways ERGs benefit the workplace:
Expand your network: ERGs offer employees a valuable opportunity to expand their networks within the company. It helps connect with a wider community to share experiences, learn about cultures while building meaningful professional relationships.
Promotes talent retention: ERGs create a welcoming environment for people from all backgrounds and show potential employees that this is a place where they can belong and grow. By recognizing individuals who might otherwise be overlooked, ERGs also help employees feel valued. As a result, companies with active ERGs not only retain talent but also earn a strong reputation as inclusive employers.
Amplify voices: ERGs help companies hear what different groups of employees are thinking and experiencing. When these voices are shared across the organization, leaders can better understand employee needs and make smarter decisions.
Wellness support at work: Several ERGs focus on wellness, offering mental health resources and support networks that play a key role in employee retention. They create safe spaces for employees to talk openly about stress, anxiety, or burnout, while also promoting healthy coping strategies and ongoing peer support
Fueling productivity and talent growth: Being part of an ERG gives employees access to resources and tools they may not have otherwise. The shared knowledge and experiences within these groups also support professional development and open up new paths for career growth.
Indian companies leading the way with ERGs
In India, several organizations are increasingly recognizing the value of Employee Resource Groups in building inclusive workplaces. Companies like Tata Consultancy Services (TCS), Infosys,Godrej, Adobe, Wipro, and Accenture India have established ERGs that focus on gender diversity, LGBTQ+ inclusion, differently-abled employees, and cultural diversity.
Given below are a few examples of popular ERGs operating in India:
- Dell Technologies has eight ERGs in India, built around five key pillars: community, business, innovation, professional development, and team member experience.
- Adobe has seven ERGs: Access at Adobe, Pride at Adobe, Women at Adobe, Veterans at Adobe, Black Employee Network (BEN), Asian/Pacific Islander at Adobe, and Hispanic/Latinx at Adobe. Of these, four ERGs are active in India.
- IT leader Infosys drives diversity and inclusion through its employee resource group, iPRIDE, with initiatives in education, communication, and mentorship.
- German firm Siemens Healthineers has several Employee Resource Groups (ERGs), including Step Up for Women, as well as groups for veterans, differently abled employees, LGBTQIA+ individuals, and the recently launched Future Shapers ERG for Gen Z and young professionals.
- Godrej is also running a successful employee-driven ERG, SheRises, which focuses on creating a safer and more empowering environment for women employees to grow in their careers.
Final Thoughts
ERGs are a win–win for both employees and employers. While they are still growing in India, many big companies have already made them a part of their workplace culture. If your company wants to start an ERG, it is important to plan carefully. First, check if an ERG is really needed, then clearly define its purpose and goals, and let employees know about it through your usual communication channels.
Also, make employees feel included by encouraging participation, keeping them engaged, and asking for feedback to improve the group. This is the way ERGs can truly succeed. Otherwise, they might end up as just another idea on paper.
